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An essay on work life balance
A short brief introduction about work life balance
A short brief introduction about work life balance
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“It seems that the ethos of “shared sacrifice” evoked by this past generation has gone by the wayside. In place of the Greatest Generation, we are now in the midst of what might be termed the “greediest generation,” whose hallmark include an insatiable appetite for the trappings of status and wealth” (Monheit, 2010, p.272). Studies show how effective upbringing can influence the independence of an individual and the roles these characteristics play throughout adulthood (Lekes, Gingras, Phillippe, Koestner & Fang, 2009). In addition to providing structure, consistent rewards and punishments must exist to reinforce that behavior. These traits learned throughout adolescence are detrimental for managers in determining employee motivation methods and effective job performance.
For thousands of years, humans have strived for independence. Moses’ people fleeing the Egyptians and Pilgrims escaping Europe’s religious persecution are examples of people seeking freedom from hostile conditions that dampened their free will. For these groups, independence was far from free, the journey was dangerous, but the reward was extraordinary. Their nobility and perseverance is what makes their actions so admirable and memorable hundreds and thousands of years later. Getting something for nothing has not always been the norm, but a learned trait conveyed for many generations. Parental involvement has been linked to a wide variety of outcomes including perceived competence and control according to a study performed by Farkas and Grolnick (2010, p.267). Parental supported child autonomy produce high levels of warmth and involvement along with providing structure, motivation, and persistence (Farkas and Grolnick, 2010, p.266). Structure enables children ...
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...e kinds of sacrifices that are essential to promote the common good” (Monheit, 2010, p.272). Receipt of “something,” whether it be tangible goods or feedback, not contingent on a specific performance will decrease an individual’s motivation and satisfaction as well as future performance (Podaskoff, 2010, p.298). Parents’ influence on adolescents mold the characteristics and behaviors for adulthood. These learned traits are pertinent for managers seeking to validate and administer rewards to reach a specific outcome or goal. With consideration of personality response to feedback, one can determine how rewards not linked to performance can have little effect on the attitudes or behaviors of individuals (Podaskoff, 2010, p.299). People who get something for nothing, become good for nothing through unwarranted honors rewarding unsatisfactory behavior and performance.
One of the most important factors believed to influence a child are parents. Parents are known to share a distinctive bond with their children. This special bond is what enables parents to shape their children. Whether it is into free-willed adolescents, ready to challenge any controversy, or into caring adults willing to spend the seventy cents a day to save a poverty stricken child. Parents have the power to mold their children. Setting firm, yet sensible, guidelines teaches children discipline and good behavior. Using physical abuse produces aggressive children, but having patience and understanding leaves a child better capable to handle stress in later years. How parents raise their children influences how they will turn out (Begley, p. 53).
Leaders know that once a child is born and raised, they will have learned ways to act and react to different situations. Parents teach their children right from wrong and set an example for them. Once a child becomes a teenager and adult, they normally take after their parents influence. This can sometimes be a negative thing if the parents separated, fought constantly, or were addicts. If a person is raised in that environment, th...
There are people out there in the workforce that believe they are obligated to do their best at their job simply because that is what is expected from all of us as humans. On the other hand, there are those out there that want to only do as much as they can get away with doing. No matter which one of these employees you are or are working with companies and employer's need to understand the concept of motivation.
All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.
Motivation is not something that comes easily. More times than not motivation comes in spurts. When those times happen, it is imperative to make sure that one takes full advantage of the rare time. According to the online site, Business Dictionary, motivation is defined as both internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject or to make an effort to attain a goal.
A number of motivational theories explain how rewards affect the behavior of individuals and teams. Performance related pay can have a motivational effect. Employees are motivated to increase prod...
Shultz (2003) emphasizes the important role God has assigned to parents in raising their children. The sole responsibility of raising children lies with the parents and cannot be delegated to other individuals outside the family unit. As part of the training process parents are to be the balancing mechanism for promoting inward control of a child. When the child is unable to maintain proper inward ...
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
...e “ The reward system of the organisation guides the actions that generally have the greatest impact on the motivation and performance of individual employees”. Similarly, Wah (2000) argues that companies which treat their high-performing employees significantly better than those that don't are the best-performing companies around and they reside in the upper quartile of shareholder returns. In addition Lawler (as cited in, Readings In Contemporary Employment Relations, 1998) states that if all the psychological rewards are removed employees will grudgingly remain at work, however if all the financial rewards are removed they would most likely leave.
Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to better organizational performance (Wiley, 1997).
Ability in in turn depends on education, experience and training and its improvement is a slow and long process. On the other hand motivation can be improved quickly. There are many options and an uninitiated manager may even know where to start. As a guideline seven strategies for motivation.
In daily life, we need motivation to improve our performance in our job or in studies. Motivation is an internal force, dependent on the needs that drive a person to achieve. In the other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). We need to give reward to our self when we did correctly or we has achieve our target. Reward is something that we are given because we have behaved well, worked hard, or provided a service to the community. Theories of motivation can be used to explain the behavior and attitude of employees (Rowley, 1996; Weaver, 1998). The theories include content theories, based on assumptions that people have individual needs, which motivate their action. Meanwhile according to Robbins (2001), motivation is a needs-satisfying process, which means that when a person's needs are satisfied by certain factors, the person will exert superior effort toward attaining organizational goals. Schulze and Steyn (2003) affirmed that in order to understand people’s behavior at work, managers or supervisors must be aware of the concept of needs or motives which will help “move” their employees to act.Theories such as Maslow (1954), McClelland (1961), Herzberg (1966) and Alderfer (1969) are renowned for their works in this field. The intrinsic reward or also be known as motivators factors is the part of Herzberg motivation theory. Motivators are involve factors built into the job or the studies itself such as achievement, recognition, responsibility and advancement. Hygiene factors are extrinsic to the job such as interpersonal relationship, salary, supervision and company policy (Herzberg, 1966. There have two factors that are called hygiene fac...
...etting rewarded through intrinsic factors (feelings felt by an employee, such as hearty appreciation), but people from the 1980’s and 1990’s tend to enjoy being appreciated through extrinsic rewards (pay raise or benefits). (Dekay, 2013, Pg. 251) Dekay maintains that there are four generations occupying the American workplace and that each one has their own set of values. It is up to the managers to identify these values so they can effectively assign work and projects that resonate and the people can identify with them.
Management spends a huge amount of time to design incentive systems and schemes to motivate their workers and to ensure they work in their best possible manner. Motivating workers by giving them decent pay helps in winning employees heart to make the work done efficiently, significantly and effectively. The most effective way to motivate people to work productively is through individual incentive compensation (Pfeffer, 1998). An attraction of getting more is a powerful incentive to people for high performance. While most people agree that money plays a major role in motivating people, in organizations there is a widespread belief that money may also have some undesirable effects on morale.
Employee performance defines the individual performance and behavior. It is essential to understand that performance is not merely a tasks and work need to be done to receive bonus or pay increase. Main objective is to enhance the skills set of an individual while helping the business performance (Baker, 1999).